Agenda - Council - 07/14/2009 - Laserfiche WebLink

Home

While on unpaid administrative leave the employee may use accrued vacation time, compensatory time off or holiday hours, as appropriate. The employee may use sick leave if the offense that led to the employee losing his/her driver's license is drug or alcohol related and the employee is enrolled in an approved substance abuse program. The employee may use the appropriate type of paid leave until the employee exhausts accrued leave or until the employee regains driving privileges, whichever occurs first, but the employee may not be on administrative leave for more than 60 calendar days. If the employee's driving privileges are not restored within 60 calendar days, discipline may be imposed, up to and including termination. Patrol officers and sergeants may not be on administrative leave for more than 15 calendar days. If the employee's driving privileges are not restored within 15 calendar days, discipline may be imposed, up to and including termination. Consistent with public service needs, an employee who has lost his/her driver's license or has received restrictions that impact the employee's ability to drive may be given a light duty assignment. The city reserves the right to determine, on a case-by-case basis, whether an employee who has lost his/her driver's license or received restrictions will be given a light duty assignment, and if so, what duties the employee will be expected to perform and the duration of the assignment. A light duty assignment may not exceed 15 calendar days for patrol officers and sergeants or 60 calendar days for all other employees covered under this policy. All light duty assignments must be approved by the department head and human resources manager. Loss or Restriction of Commercial Driver's License (CDL) The state of Minnesota has mandated that convictions for major offenses (e.g., refusing to take an alcohol or controlled substance test, DWI, etc.) or serious offenses (e.g., excessive speed, reckless driving, following too closely, etc.) committed in a commercial motor vehicle or personal vehicle will count against a driver's ability to hold a CDL. Any employee who has his/her CDL cancelled, suspended or revoked--with the possible exception of those employees with a bonafide medical condition which may be grounds for an exemption--will be subject to the following: 1. If an employee loses a CDL and a CDL is a minimum requirement for the employee's job classification, the employee does not meet minimum job requirements; therefore, discipline may be imposed, up to and including termination. 2. Any employee who loses his/her CDL or receives restrictions on his/her CDL is required to notify the department head and the human resources manager on the first work day after any temporary, pending, or permanent action is taken against the employee's CDL. The employee must keep the department head and human resources manager informed of any changes thereafter. If the employee fails to notify the city of the loss ofCDL or restrictions, discipline may be imposed, up to and including termination.